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National Probation Directorate


Associate Race Equality Scheme
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Foreword
by the Home Secretary

In introducing the Race Relations (Amendment) Act


2000, this Government put the promotion of race
equality and good race relations at the centre of what
public authorities do, across all their business, not
merely as an optional extra. This is a fundamental part
of delivering public services for all our communities.
In line with the Act, the Home Office, like all other
public authorities has revised its Race Equality Scheme
to take account of the lessons of the past three years.
I am therefore delighted to have the opportunity to
endorse this document – a key part of the revised
Home Office Scheme.
The publication of ‘Improving Opportunity, Strengthening Society – the
Government’s strategy to increase race equality and community cohesion’ in January
this year set out a challenging programme of action to achieve our goal of an
inclusive society which benefits everybody. The publication of this scheme forms
a crucial part of that work.
It is crucial because unless we improve the opportunities for people in all our
communities we cannot create communities that are strong and cohesive. It is vital
that we improve outcomes across our public services for those who are currently
experiencing inequality on the basis of their ethnicity. That’s why these schemes
have a clear focus on the key challenges we face in making race equality and good
race relations a central component of all our business, and on the outcomes we are
seeking to achieve.
Like its predecessor, this is a living document. We will actively welcome comments
on its contents and approach.

Charles Clarke

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We welcome your views


This scheme is a living document and the National Probation Directorate will
welcome comments and suggestions from its partners, community groups,
stakeholders and other interested parties. The scheme will be reviewed annually
by the Head of Diversity and further information published on our website,
www.probation.homeoffice.gov.uk
To tell us what you think please write to:
The Head of Diversity
The National Probation Directorate
Horseferry House
Dean Ryle Street
London SW1P 2AW

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Introduction
This has been a period of considerable change for the National Probation
Directorate (NPD) and the 42 probation areas. The establishment of the National
Management Service (NOMS) provides a new and challenging environment. The
emphasis on end-to-end offender management and closer working between all the
correctional services are important developments.
During this period of rapid change it is the expectation of Ministers that the
National Probation Service (NPS) will continue to achieve the significant
improvements in performance made in 2004–2005. An integral aspect of the
continuous improvement agenda is the mainstreaming and embedding of diversity
in all our business practices. This Race Equality Scheme (RES) is one part of the
organisation’s wider strategic approach to diversity issues and is an important
building block for our corporate development and the delivery of an inclusive
and culturally diverse probation service.
In this current climate of major change and the high level of uncertainty that this
creates it is of particular importance that everyone within NPD as well as the 42
probation areas feels valued and that differences and diversity are celebrated. All
staff need to feel supported and that they belong and are able to prosper, and
contribute to the organisation’s performance agenda. It is also important that
victims of crime, offenders, partners and key stakeholders are treated with the
respect they deserve.
In this RES we have given an account of our performance on race equality over
the last three years and provide details of what we will do in the next three years,
whilst meeting our legal obligations and achieving our equality vision. There are
some difficult challenges ahead of us in terms of working towards ensuring
that race equality and the wider diversity agenda are truly embedded into the life
blood of the organisation. For example a recent HM Inspectorate of Probation
(HMIP) report indicated that service delivery for white offenders was better than
for black offenders.
The race equality and wider diversity agenda is huge, and there is a lot to do.
We therefore need to urgently adapt our processes and systems and make the
step change that is required to transform NPD and the Probation Service into an
employer of choice and a beacon organisation for best practice in diversity issues.
I am confident that with the full support of all Boards, staff and key stakeholders
race equality and the wider diversity agenda can be fully embedded into all our
business practices.
Roger Hill
Director of Probation
National Probation Service for England and Wales

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Contents

1 About the National Probation Directorate 9

2 Race Relations (Amendment) Act 2000 12

Part 1

3 Race Equality Scheme 2002–2005 14

Part 2

4 Race Equality Scheme 2005–2008 17

5 Meeting the Specific Duties 19

6 Race Equality Scheme Action Plan 2005–2008 22

Appendices

Appendix One List of NPD’s Functions and Policies which are relevant
to the Duty 27

Appendix Two National Probation Directorate Organisational Chart 29

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1 About the National


Probation Directorate

The National Probation Directorate (NPD) is part of the Home Office and
accountable to the Chief Executive of the National Offender Management Service
(NOMS) through the Director of Probation. It works with the 42 probation areas
which are grouped into regions following the same boundaries as the Government
Offices, with a specific one for Wales. The 42 Boards are named under the Criminal
Justice and Court Services Act as independent statutory bodies and are required to
produce their own independent RES.
The National Probation Service (NPS) is a law enforcement agency delivering
community sentences and supervising and working with offenders according
to the terms set by the Court and Parole Board.
The aims of the National Probation Service are to:
■ Protect the public
■ Reduce re-offending
■ Rehabilitate offenders
■ Enforce proper punishment of offenders in the community
■ Ensure offenders’ awareness of the effects of crime on the victims of crime
and the public.
The NPD RES is an Associate Scheme and is part of the overarching Home
Office RES. As the local Probation Boards are the vehicle for delivering the Home
Office aims, the Boards are the responsible bodies within which many of NPD’s
obligations to meet the general and specific duties are located and focused. As the
local employers each of the 42 Boards have their own RES which feeds into NPD’s
Association Scheme.
An organisational chart at Appendix 2 provides details on the units that are
currently part of NPD and fall within this scheme.

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Key Priorities for the National Probation Service


2005–06
The key priorities for the National Probation Service for 2005–06 are:
Contributing to the building of an excellent National Offender Management
Service with the separation of offender management from interventions:
During 2005–06 areas will be expected to reorganise themselves to establish
a clear operational division between offender management and interventions.
The NPS, both the offender management and interventions sections, will continue
to give priority to diversity issues in relation to the workforce and service delivery.
Excellence will continue to be a goal. The aim will be to demonstrate that
interventions have acquired a real and visible competitive edge enabling the
service to compete successfully against voluntary and private sector providers.
Working purposefully with other criminal justice agencies to protect the
public from harm: The NPS will work with partners in the Multi-Agency
Public Protection Arrangements (MAPPA) to manage the risk of harm posed by
dangerous offenders in the community. It will continue to provide a range of
community-based interventions for sex offenders, expand the availability of
programmes for domestic violence perpetrators and implement new sentences to
protect the public. It will implement the Approved Premises and Offender Housing
Strategy for higher risk offenders. It will develop and implement a strategy for
mentally disordered offenders. It will also help probation areas to make a strong
contribution to the new arrangements to protect children.
Working with other criminal justice agencies and local Crime and Disorder
Partnerships to promote the effective implementation of the Prolific and
other Priority Offender (PPO) Strategy: The NPS will prioritise PPO for
reports to courts and all interventions, unless other offenders present a greater
risk of harm. It will develop intensive community interventions for this group
of offenders involving information/intelligence sharing with the Police. The new
Drug Rehabilitation Requirement to be introduced in April 2005 as part of the
Community Order will be prioritised for PPOs.
Working with other criminal justice agencies, judges and magistrates to
implement the 2003 Criminal Justice Act with a particular focus on the new
Community Order. This will be accompanied by a new emphasis on work in and
around the court. This will be characterised by a new national approach to fast
delivery reports and the introduction of an adjourned report that will be linked
electronically to OASys. It will take account of developments in electronic
monitoring and the operation of new EM contracts from April 2005.

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The full implementation at a national, regional and area level of “Reducing


Re-offending – A National Action Plan”. The focus will be on providing an
effective range of interventions to help offenders released into the community
from prison and those on community orders. The seven pathways in the plan
identify work on:
■ Accommodation/employment
■ Training and education/mental health
■ Physical health/drugs
■ Alcohol/finance
■ Benefit and debt/children
■ Families of offenders/attitudes
■ Thinking and behaviour.
Within this context, this RES is part of the organisation’s commitment to
continuously improve our race equality practice and outcomes in relation to
interventions, reducing re-offending and employment. Delivering on race equality
is fundamental in helping the Probation Service achieve the above shared targets.

National Probation Directorate Equality Vision


The NPD equality vision is outlined in the National Probation Service Charter and
is detailed in the NPS diversity strategy, ‘The Heart of the Dance’, as follows:
“The National Probation Service pledges itself to equal service for all our
members, the offenders, victims of crime and our communities”
■ We recognise and value the uniqueness of each individual, the offenders and
victims who receive our services.
■ We embrace ‘differences’ and we are unequivocally committed to tapping into
and contributing to the richness and innovation inherent in that difference.
■ We will support and equip our employees so that they can achieve their full
potential in providing and developing our services.
■ Our services will be appropriate and effective for all offenders and victims.
■ We will reflect through the membership of our Boards and workforce the diverse
communities of England and Wales.
In these ways we will have the advantages of a positive multi-cultural business
environment and have the best people to deliver justice and reduce risk to the public.

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2 The Race Relations


(Amendment) Act 2000

The Race Relations (Amendment) Act 2000 was the Government’s response to
the Stephen Lawrence Inquiry. The main feature of the Act is that it imposes
a “general duty” on public bodies, to promote race equality. Public bodies are
required to publish a RES. The NPD published its first scheme, ‘Promoting Race
Equality,’ in May 2002 to cover the period 2002–05.
Detailed information on the Race Relations (Amendment) Act 2000 is available on
the Commission for Racial Equality’s website http://www.cre.gov.uk/

Key features of the Race Relations (Amendment)


Act 2000
The main features of the Act include:
■ A general duty on public bodies to promote race equality by:
● Eliminating unlawful racial discrimination
● Promoting equal opportunities
● Promoting good relations between people from different racial backgrounds
■ Public bodies have to publish a RES which sets out how the public body meets
the duty
■ A public body should assess its functions and policies for relevance to the duty
to promote race equality.
In addition, it places specific duties on public bodies including:
■ Assessing and consulting on the impact of policies on the promotion of
race equality
■ Monitoring its policies for any negative or adverse impact on promoting
race equality
■ Publishing the results of such assessment and consultations
■ Ensuring public access to this information and services provided
■ Training staff in connection with the general and specific duties

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There is also a specific duty in relation to employment issues. This requires public
bodies to monitor:
■ Staff in post
■ Applicants for employment, training and promotion
■ Staff receiving training
■ Staff who benefit or suffer detriment as a result of performance assessments
■ Involvement of staff in grievance procedures
■ Staff subject to disciplinary procedures
■ Staff ceasing employment

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PART 1
3 Race Equality Scheme
2002–2005
Our first RES and our annual progress reports on the scheme provide a range
of information which will give essential context and background when reading this
scheme.
Our first scheme is available on our website www.probation.homeoffice.gov.uk
and our annual reports on progress against the scheme can be obtained from:
Head of Diversity
National Probation Directorate
Third Floor
Horseferry House
Dean Ryle Street
London SW1P 2AW
Tel: 0207 217 8095

Key Achievements to Date


The NPD embraced the race relations agenda with a great deal of passion and
conviction and put in place a robust framework. ‘A New Choreography’ and ‘Heart
of the Dance’ described NPS diversity strategy which outlined the organisation’s
vision and commitment to diversity. It also established a high level Diversity
Strategy Board to monitor and drive the organisation’s diversity programme.
The NPD’s initial investment in race equality has provided encouraging results
and a number of tangible outcomes.
However, it is recognised that there is still scope for further improvement; some
of our achievements to date (but by no means all) are as follows:
■ Offender Management
– The NPD has supported the NPS in developing ‘pathfinder programmes’
for BME offenders. These are currently subject to evaluation
– Work has been undertaken to ensure that written material is available to
BME offenders in a range of appropriate languages

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– Areas have been encouraged to make contact with a range of local community
organisations who can assist in providing services to BME offenders
– The central OASys research data base, held by O-DEAT contains information
on offender’s ethnicity, as well as geographical indicators which include
probation areas and local offices. It is therefore possible to compare details
of offenders from different ethnic groups both at national and local level.
■ Creating a more representative workforce – Work towards this diversity
objective has been supported by the roll-out of a positive action leadership
programme – called Accelerate. This initiative is targeted at BME staff at middle
management level i.e. Senior Probation Officer or Assistant Chief Officer grade.
It is a two-year programme that has been funded for three cohorts. The first
cohort of this programme commenced in September 2004 with 12 participants
from the targeted groups. Some 25% of the participants from this cohort have
already been successfully promoted to more senior roles. In September 2005 this
programme will be extended to include staff with disabilities.
■ Staff support – Three staff association networks have been established across
NPS and are funded by NPD. The three staff associations, the Association of
Black Probation Officers (ABPO), National Association of Asian Probation
Staff (NAAPS) and Lesbians, Gay Men, Bisexual and Transgender Individuals in
Probation and Family Courts (LAGIP), are an integral part of NPD’s informal
framework for offering support to staff to help resolve issues of discrimination,
harassment and bullying in the work place.
■ Diversity within Area Probation Boards – NPD has worked proactively to
increase the number of black and minority ethnic (BME) Board Members within
NPS. Seven BME Local Probation Board Chairs were appointed previously
where there had not been any and over 70 BME Board Members have been
appointed where there was only a handful. NPD has worked collaboratively
with BME Board Members to organise and host an annual networking forum
in recognition that many of the BME Board Members are in some cases the
only BME Member of the Board. This forum provides mutual benefits to both
BME Board Members and NPD.
■ Recognising achievements and sharing best practice in diversity – During
2005 NPD hosted its first Diversity Award Ceremony. This ceremony was
established as a platform to display and celebrate front line diversity practice and
innovation, as well as providing a forum to share best practice. Fifty-four
nominations were received which provided an indication of the broad range
of initiatives that have been implemented across the service, in line with the
organisation’s priorities and objectives.

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■ Transforming policies and functions – All unit heads and key managers
have undergone training on how to conduct an impact assessment. The full
assessment of functions and policies relevant to the general duty forms part
of the work which will be carried over into the revised RES for 2005–2008.
During 2004–2005 greater emphasis has been placed on the collection of data
to enable more analysis to be carried out on the quality of service delivery and
the level of employment between different racial groups.
■ NPD Diversity Strategy Board – This forum was set up to oversee progress
of the NPD diversity programme. It is chaired by the Head of Regions
and Performance Management. It consists of Board Chairs, Chief Officers,
Chairs of the staff associations and senior managers within NPD and other key
stakeholders. Its key objective is to facilitate the mainstreaming of race equality
and diversity within NPD and NPS.
We aim to build on our successes by creating an NPS that is trusted and valued by
all communities by delivering equality outcomes to demonstrate tangible success.

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PART 2
4 Race Equality Scheme
2005–2008
As we move into the second phase of our RES the NPD reaffirms its commitment
to promoting race equality in its work and good relations in both our dealing with
colleagues within NPS, offenders and the wider community.

Developing the Scheme


In preparation for the development of the scheme we set up a cross-unit
working group which supported the drafting of the RES on behalf of the Diversity
Strategic Board and the Senior Management Team. This process consisted of
the identification of programmes, functions and policies that were relevant to the
duty. Consultation has taken place with some key stakeholders, management team
and staff.

Implementation of the Scheme


Overall responsibility for this RES rests with the NPD Diversity Strategy Board
and the Director of Probation. However, on a day-to-day basis, all staff will work
closely together to ensure that the scheme is fully implemented.

Overview of Key Race Equality Priorities


The key race equality priorities the organisation will address throughout the period
of this scheme are as follows:
■ Lessons learnt from the BME pathfinder projects will be incorporated into
mainstream practice.
■ The NPD has responded positively to the HIMP follow up inspection report on
race equality entitled – Towards Race Equality and will continue to implement
the recommendations of this report.
■ There has been a significant improvement in workforce representation to
the extent that all regions have met the Home Secretary’s regional targets while
some national targets for 2009 have been met and surpassed. Therefore our
priority is to achieve a better representation of BME staff at senior management
levels. Hence, NPD’s commitment to the positive action programme, Accelerate,
will continue.

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■ The NPS cannot demonstrate that it is engaging with diversity effectively in


relation to service delivery. NPS performance in monitoring staff and offender’s
ethnicity using the 16+1 census 2001 category is generally unsatisfactory and in
some areas over 30% of the data is missing. A high priority will be given in
2005–06 to rectify this situation so that meaningful comparison can be made
about the quality of service delivery to BME groups. A target has been set of
95% monitoring for all offenders and staff. NPD will be incorporating ethnic
monitoring into the weighted score card performance management system.
■ The HMIP carried out an inspection of NPS work with racially motivated
offenders in the effective supervision inspection programme and subsequently
published a thematic inspection report. NPD will ensure that the
recommendations are implemented across NPS and in particular the
development of a national strategy on racially motivated offenders.
■ The NPD will continue to deliver the Home Office diversity strategy. Also in the
present NOMS environment with the emphasis on contestability, the NPD will
seek to engage with BME groups to improve the quality of service delivery.
■ The NPD will work towards implementing the recommendations from the report
produced by Astar Management Consultants Limited into the review of NPD
and NPS RES.

Complaints
Any person who believes that he or she has a complaint against the NPD’s RES
should write to:
Director of Probation
National Probation Service for England and Wales
1st Floor
Horseferry House
Dean Ryle Street
London SW1P 2AW
An initial response will be provided within five working days of receipt of the
complaint. A full response will be provided within 20 working days of receipt of
the complaint unless further investigation is required.
If during the investigation it becomes apparent that an aspect of the RES has failed
to comply with the requirements of the general duty then the policy will be changed
to ensure future compliance.
The number of complaints and their outcomes will be monitored and a summary
included in the annual progress reports which will be referred to the Diversity
Strategy Board for consideration and any action deemed necessary.

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5 Meeting the Specific


Duties
The NPD Associate Scheme follows the broad outlines of the overarching Home
Office scheme, but it informs the development of policies and the delivery of
services within the NPD and the wider NPS.
The scheme will be reviewed annually by the Head of Diversity, as part of the annual
business planning processes, so as to ensure that it remains relevant and fit for purpose
to deliver the changes sought by Ministers and NPD’s Diversity Strategy Board.

OBJECTIVE 1 – Making sure the NPD’s RES is


put into practice
The Director of Probation has overall responsibility for the RES. The Head of
Regions and Performance Management chairs the NPD Diversity Strategy Board
which monitors performance and progress on race equality and diversity across
NPD and Areas. The Head of Diversity has responsibility for day to day
management of the RES.

OBJECTIVE 2 – Identifying relevant functions


and policies
NPD is aware that further work is required on the prioritisation of functions and
policies under this duty. A list of functions and policies that are relevant to the duty
to promote race equality are set out in Appendix 1. This list has been compiled
as the result of work carried out by a cross-unit working group and information
obtained from a statutory three-year review template which was sent to all units.
This template required the units to detail information on existing, new and
proposed functions and policies. This list will be reviewed further to establish
the priority for future work.

OBJECTIVE 3 – Assessing and consulting on the


likely impact of proposed policies
Whilst NPD has impact assessed some of its policies, adherence to this specific
duty has not been uniform. The NPD will ensure that a system exists in future for
all policies to be impact assessed in accordance with the Act.
We will continue to consult on all proposed relevant policies as they are developed.
Whom we consult will depend on the policy in question. The consultation process
will be reviewed to ensure that it is inclusive and compliant with the requirements
of the Act.

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OBJECTIVE 4 – Monitoring policies for adverse


impact
The NPD will continue to collect, monitor and analyse data on race and ethnicity
across employment and service delivery functions. If on analysis it is discovered
that a policy has had an adverse effect on a particular group, we will fully investigate
that policy and introduce an alternative measure to address the problem. Race and
ethnic monitoring has been given a high priority for 2005–06 and has been included
in the weighted score-card performance management system. Further, a target has
been set of 95% monitoring returns for all offenders and staff.

OBJECTIVE 5 – Publishing the results of


assessment, consultation and monitoring
The NPD recognises that disseminating the results of its assessments, consultation
and monitoring information promotes transparency and accountability within
the organisation and helps to demonstrate our public commitment to eliminating
racial discrimination and the promotion of diversity and good race relations. We
will therefore continue to use a range of media to disseminate our reports on
assessment, consultation and monitoring results.
The performance reports will be supplemented in future by specific diversity
information details on the quality of service delivery to different ethnic groups.
The reports will be available in different accessible formats.

OBJECTIVE 6 – Making sure the public have access


to NPD information and services
We are aware that members of the public may experience barriers to accessing
information and services, particularly people for whom English is not a first
language. We will continue to provide public access to information and our
services through a variety of means, including publications, public meetings and
conferences, out-reach work with community groups, use of interpretation and
translation to improve access, plus different and accessible formats and the use
of the NPD website.

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OBJECTIVE 7 – Training Staff


NPD employees are a mixture of civil servants, staff seconded from the probation
areas and consultants. NPD will ensure that appropriate training is provided for all
these staff.
Most staff should have a good basic knowledge of the requisite piece of legislation.
They should also have had the chance to acquire the additional specialist knowledge
they need to ensure that race equality is mainstreamed into their work.
Impact assessment training has taken place for unit heads and other senior
managers within NPD. Impact assessment training within areas is the responsibility
of local Boards.

OBJECTIVE 8 – Employment Duties – monitoring


employment
Human Resource Operations at the Home Office currently monitors staff by
ethnicity, gender and disability and has produced a comprehensive Annual
Equalities Report – Non-Agency Home Office Diversity and Equalities Report
2003–04 which is available on the Home Office website. NPD recognises that it
should produce regular monitoring reports for its own staff group and will be
instigating this during 2005–2006.

The NPD has lead responsibility for the recruitment of Board Chairs and
Chief Officers of local probation boards and a monitoring system will be
developed and implemented during 2005–2006.

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6 Race Equality Scheme


Action Plan (2005–2008)

Section A – Specific Duties


Key to corporate documents reference
■ NPS Business Plan 2005–06 P = priority number (BP P0)
■ NPS Diversity Strategy – Heart of the Dance P = priority number (DS P0)

OBJECTIVE 1 – Making that NPD’s RES is put into practice

Key Task Timescale Responsible Officer How will this be achieved?

Agree roles and May 2005 Director of Probation/ Re-launch of scheme to raise awareness.
responsibilities for Head of Diversity Implementation plan with timescale
implementing plan and measures produced. Supports BP P1
and DS P2

Review RES May 2006 and Head of Diversity/ Quarterly reports to the Diversity
2005–2008 annually annually Diversity Strategy Board Strategy Board. Annual reports on
thereafter progress and revisions as appropriate.
Supports BP P1 and DS P2

Revise RES for May 2008 Head of Diversity/ Key race equality priorities identified.
2008–2011 Diversity Strategy Board Guidance issued on how to conduct
review. RES for 2008–2011 drafted.
Supports BP P1 and DS P2

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OBJECTIVE 2 – Identifying relevant functions and policies

Key Task Timescale Responsible Officer How will this be achieved?

Prioritise current list September 2005 Unit Heads/Head of Cross-unit working group to agree list
of functions and Diversity and prioritisation – report to Diversity
policies by relevance Strategy Board. Diversity Strategy Board
to the General Duty to approve and agree resources. Supports
DS P2

Identify any additional May 2006 Unit Heads/Head of As above. Supports DS P2


and new functions Diversity
and policies and
prioritise by relevance
to General Duty

Review functions and May 2006 and Unit Heads/Head of Reviews conducted by cross-unit
policies annually thereafter Diversity working group and results to be
published on web site. Supports DS P2

OBJECTIVE 3 – Assessing and consulting on likely impact of proposed policies

Key Task Timescale Responsible Officer How will this be achieved?

Review the corporate December 2005 Diversity Strategy Equality impact assessment model
procedure for Board/Senior reviewed and a consistent approach to
assessing and Management Team/ consultation maintained. Supports DS P2
consulting on impact Head of Diversity
of existing and new
policies

OBJECTIVE 4 – Monitoring the NPD’s policies for adverse impact

Key Task Timescale Responsible Officer How will this be achieved?

Review all NPD’s September 2005 Head of Regions and Carry out a baseline audit of existing
monitoring systems and annually Performance polices and functions in HR and service
thereafter Management/Head of HR delivery. Supports DS P2

Monitor policies and December 2005 Head of Regions and Analyse monitoring data for any
functions for adverse and ongoing Performance differential adverse impact on BME
impact Management/Head of HR groups. If analysis indicates
disproportional representation, address
as appropriate. Supports DS P2

Assess % of ethnic November 2005 Head of Regions and If 95% returns of weighted score cards
monitoring returns and ongoing Performance has not been achieved. Evidence of
received against Management/Head of HR appropriate action taken. Supports DS P2
95% target set in
employment and
service delivery

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OBJECTIVE 5 – Publishing the results of assessment, consultation and monitoring

Key Task Timescale Responsible Officer How will this be achieved?

Publish reports of the December 2005 Head of Communications Reports published on website or in
results of impact and annually relevant publications. Supports DS P2
assessments, thereafter
consultations and
monitoring

OBJECTIVE 6 – Making sure that the public have access to the NPD information services

Key Task Timescale Responsible Officer How will this be achieved?

Ensure that the NPD Within three Head of Communications Accessible communications policy in
maintains an open months from Consult staff and user place and implemented. Print formats
and accessible culture date of groups in different languages. Supports DS P2
that meets the need of publication
all its users

OBJECTIVE 7 – Training Staff

Key Task Timescale Responsible Officer How will this be achieved?

Continue the January 2006 Head of HR Liaison with Home Office. Action plan
development of staff produced detailing activities.
training/awareness
package for RES

Conduct cultural/ January 2006 Head of HR/Head of Report with details of diversity training
training audit at Diversity gap analysis. Supports DS P2
NPD/NPS

Continue diversity May 2006 Head of HR/Head of Roll out of diversity programme/
training programme Diversity initiatives. Supports DS P2
for NPD. Support
NPS training
programme as
appropriate

Continue to deliver Ongoing Head of Training Continuation of programme. Supports


and develop the – DS P2
Accelerate
programme

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National Probation Directorate Associate Race Equality Scheme

OBJECTIVE 8 – Meeting the specific duties for employers – monitoring employment

Key Task Timescale Responsible Officer How will this be achieved?

HR Operations to Ongoing Head of HR HR to continue liaison with HR


continue to monitor Operations. The analysis of ethnic
the employment of monitoring data to be submitted to the
civil servant staff Diversity Strategy Board, as required.
in line with the Supports DS P1
requirements of
the Duty

NPD to provide September 2005 Head of HR Report produced detailing analysis of


monitoring details in and ongoing ethnic monitoring data. Report to be
line with the Duty for submitted to Diversity Strategy Board
contracted staff as required

NPD to continue to September 2005 Head of HR Management information report


monitor the recruit- and on ongoing produced with ethnicity data analysed –
ment/employment to be submitted to Diversity Strategy
process for Board Board as required
Chairs and Chief
Officers in line with
the employment Duty

OBJECTIVE 9 - Offender Management

Key Task Timescale Responsible Officer How will this be achieved?

Development of May 2006 Head of interventions Model developed, adopted and


a national model implemented in all probation areas
consisting of different
tiers of risk for
offenders

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National Probation Directorate Associate Race Equality Scheme

Section B – Additional Race Equality Actions


OBJECTIVE 10 – Implementation of the recommendations from the Astar Consultancy review of the
RES 20002–2005

Key Task Timescale Responsible Officer How will this be achieved?

1. NPD to monitor December 2005 Head of Diversity Routine collection of data. Issue
the probation guidance and monitoring template
areas with regard
to assessing and
monitoring adverse
impact in regard to
service delivery
2. NPD to consider November 2005 Head of Training Development of a proposal which uses
at either national area based resources to be drafted for
level or regional the consideration of the Diversity
level establishing a Strategy Board
positive action
programme as a
bridgehead to
SPO level
3. NPD to issue December 2005 Head of Diversity/ Briefing paper to be issued
advice to areas on Head Of HR
the reporting
requirements of
the specific
employment duty
4. NPD to consider January 2006 Head of Diversity Work with the areas to produce a
ways of guidance paper for consistency
disseminating
best practice on
community
engagement in
the Area
5. NPD to review December 2005 Head of Diversity/ Liaise with activity ongoing in areas
how well areas are Area leads
implementing
public access to
information
regarding the
results of
assessment,
consultation and
monitoring
6. NPD to seek to February 2006 Head of Public Protection Short term working group
review with the Unit
Association of
Chief Police
Officers
establishing
standardisation of
reporting ethnic
origin of victims
across England
and Wales

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Appendix One
List of NPD’s Functions
and Policies which are
relevant to the Duty
Interventions
■ Work with offenders with drugs and alcohol problems
■ Development and implementation and review of the core curriculum of
accredited offender behaviour programmes
■ Unpaid work
■ Skills for Life
■ Employment of offenders
■ Low risk interventions and their implications for NPS areas
■ CJA2003 and the implications for interventions
■ Drug and Alcohol Rehabilitation Requirement, including drug testing
■ Prolific and Priority Offenders including the former ICCP project

Strategy for Women Offenders


Prison/Probation Ombudsman (complaints procedures for offenders)
Partnerships
■ Service Delivery
■ Strategy

Regions and Performance Management Unit


■ Service performance measures
■ Probation Service business plan
■ Annual Report
■ NPD Diversity Strategy Board

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National Probation Directorate Associate Race Equality Scheme

Communication
■ Communication Strategy
■ Publications
■ Briefings

Human Resources
Recruitment and selection
■ Recruitment of Chiefs, Chairs of Boards, probation staff in line with the Home
Secretary’s targets, secondments/transfers, consultants
■ Flexible working arrangements
■ Leave arrangements
■ Retention – Boards, Staff
■ Sickness absence
■ Grievances
■ Discipline
■ Staff surveys

Training
■ Diploma in Probation Studies
■ HR Management Trainee Probation Officer Scheme
■ The Certificate in Community Justice

Diversity
■ NPD/NPS Diversity Strategy

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Appendix Two
National Probation Directorate – Effective
D_80217-COI-NatProbation

from 1 April 2005


23/5/05

Director’s Office
5:20 pm

Director of the NPS

Corporate Resources
Communications Team
Team Directors’
Page 29

Secretariat Team

Prospects

Regions and
Human
Criminal Justice Interventions Performance Business
Resources
Act team Unit Management Unit
Unit
Unit

•Implement • Community •Quality •Support •Training and


CJ Act Reintegration management organisation in Development
arrangements preparing for
• Offending SLAs and •HR Policy and
contestability
Behaviour •Promotion of the Practice
Programmes diversity agenda •Supporting the
Accountable •Union negotiation
• Intensive •Management of Officer through
Interventions corporate risk transition
•IT ICF
•Provision of

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information on
performance and
statistics in NPD
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Published by Home Office Communication Directorate May 2005. Ref: 268845